Heirachy Of Needs

Introduction

Abraham Maslow's "Hierarchy of Needs" theory proposes that people have five basic, universal needs. These five basic needs categorized as physiological, safety, belongingness, social, esteem, and self-actualization. Maslow developed these needs in a hierarchical pattern with physiological needs being the most influential and necessary as until this first need is satisfied, a person cannot move forward to satisfying the other needs. (Engleberg & Wynn)

Maslow's Needs

When a person's physiological needs are met, that individual will next seek out to acquire safety needs. Once safety needs have been satisfied, Maslow believes that individuals begin to look for a sense of community to fulfill their belongingness needs. Esteem needs are often satisfied by recognition from peers and senior level employees. The final of Maslow's needs, self-actualization, is the realization the individual has achieved to their greatest potential.

Each of Maslow's needs is a stepping stone for individuals at work. The physiological need, or needs of the body, is the basic need for survival. In a work environment the physiological need can be associated with the need to learn and understand a person's job function. It is the basic survival need. Without the knowledge and skill necessary to perform a person's job, that individual cannot progress and move toward the safety need. A person may be starving for this need when they first join an organization. The person was hired based upon their qualifications and a belief that they could perform in a certain position. However, there is a true learning period for any new job. The individual begins a new job with some form of skill or experience. As the person becomes more comfortable with the position and gains the knowledge and expertise to perform his or her specific functions, the physiological need becomes satisfied. This same process is true for persons who have been promoted. An individual achieved the five categories, but must begin again in this new position. (Huitt)

The safety need is the necessity of job security. Once a person has gained the knowledge and is proficient in his or her specific job, that person feels safe. As long as that individual continues to perform his or her job satisfactorily, the job will not be taken away. This need also reinforces and supports the physiological needs. A person's physiological needs are constantly met as a person becomes more and more secure in their job.

Belongingness needs can only be achieved once the safety need is met. An individual will not seek out inclusion into a group without the comfort of safety and security. A person must first believe they are safe within the organization and their own position within the organization before that person will search for a place to belong. The safety aspect gives the individual a foundation to rely on in a group environment. A new employee has learned his or her job and believes they have the knowledge and experience to participate in a group environment. A new employee may seek out a group to belong before their safety needs have been satisfied. However, it is unlikely that the person will volunteer and contribute anything substantial unless they have achieved the safety need. A person that has not achieved the belonging need may fear rejection if he or she attempts to contribute without having satisfied their safety need.

After a person achieves the belongingness need, the esteem need is the next obstacle to accomplish. The esteem need is the need to feel important and worthwhile. This need can be achieved through multiple means. One is by achieving respect from peers. This respect can be peers asking for help in solving difficult tasks or being asked to lead a group. Management can help aid a person's achievement of esteem by a promotion or requiring an employee to take on an important task. In either case, however, a person's esteem need is met through the actions of others.

The final need, self-actualization, is the definitive target of an individual. To achieve self-actualization, a person has recognized and achieved everything they can and desire. The person believes he or she has met their full potential.

Application to Teams

Maslow's model is easily attributed to groups and team work. While this model specifically targets individuals, it can be applied to working groups and organizations. The physiological needs of a group are met when the group cohesion begins. A team of individuals sets out to begin a task and accomplish a common goal. Each member of the team enters the group with their own knowledge and expertise, but recognizes that their knowledge alone cannot complete the assignment. They require the aid and assistance of the remaining team members.

As the team becomes familiar and comfortable with one another and each of their individual skills, the team begins to seek the safety need. This need is achieved through respect of each person. As the team progresses through their process, the individual members begin to speak up and offer ideas and suggestions. As each team member is respected for their ideas, they become comfortable as both individuals and as part of a team. The entire team is working together toward the common goal.

During this process, the team may release some of its findings to their supervisors or peers outside the group. The belongingness need can be satisfied by the reaction of others to the teams results so far. Peers may request joining the team for they believe the team's results will be favorably recognized by senior management. Supervisors may reward the team for their outstanding efforts thus far. Further, the team may be advised that a new projected will be given to them once they are finished with the current project. Each of these contributed to the belongingness need. The team belongs within the organization as a whole and others wish to be part of the team.

The esteem need is satisfied by the team as they near completion of the project. The team recognizes the importance of their project and that the individuals have been chosen to collectively be a part of the team.

The project is complete and the team has worked hard and arduously

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